The Safety Action Menu (SAM) program encourages employers to develop or enhance safety initiatives aimed at reducing workplace incidents and injuries while also lowering workers' compensation costs.
Encourage the adoption of comprehensive safety programs
Enhance overall workplace safety through proactive measures
Reduce workplace injuries and illnesses and associated costs
Provide financial incentives for employers dedicated to safety
Employers follow these steps to participate in the SAM program:
Complete an online application via myWSI 30 days before the policy period begins
Receive confirmation from WSI and assignment of a Safety Consultant
Establish clear and comprehensive policies that outline procedures, roles, and responsibilities
Ensure all policies are approved, signed, and dated by top management
Communicate all policies to all employees
Maintain detailed documentation of all safety-related activities, including:
- Policies to implement program requirements
- Training sessions and attendance
- Safety inspections and audits
- Employee feedback and suggestions
Complete program requirements by the end of the 11th month of the employer policy period
Participate in the annual WSI compliance audit of programs, completing audits by the 15th day of the last month of the policy period
Receive up to 10% premium discount if program programs are met. Multiple programs may be combined for up to a 10% discount (each SAM program is eligible for a 5% discount). Discounts cannot reduce the premium below the statutory minimum.
Employer Contact Resource Requirements
Successful participation requires active participation and resources from employers. Employers must provide the following:
Safety Contact – Must be an active, knowledgeable member of the organization with authority to influence safety practices, responsible for overseeing the safety program and serving as the primary contact for WSI safety incentive requirements.
Safety Executive – A leader who has the authority to provide direction, resources, and accountability for the organization’s safety program.
Only members of the organization are authorized to submit documents and approve items in myWSI.
The following employers are not eligible to participate in the SAM program:
Employer accounts that are delinquent, uninsured, or not in good standing
Volunteer accounts
Employers enrolled in the large deductible program
Many programs involve policy development. It is good practice to have your Human Resources Department and attorney review all policies to ensure compliance with applicable laws. By fostering a culture of safety, employers can significantly reduce workplace injuries and enhance overall productivity.
SAM Programs 2027
Preparing for a 2027 policy period? Explore the program guidelines below to learn about new requirements and help your organization get ready. If you have questions about which guidelines apply to your organization, contact your WSI Safety Consultant.
Certified Safety Management Systems 2027
Employers that achieve one of the Certified Safety Management Systems must provide a current copy of the certification document(s) at the time of the final audit.
Qualifying Certifications:
Occupational Safety and Health Administration's Safety and Health Recognition Program (SHARP)
Occupational Safety and Health Administration's Voluntary Protection Program (VPP) — Merit or Star
ISO 45001 Occupational Health and Safety
Rural Electric Safety Accreditation Program (RESAP)
Associated Builders and Contractors, Inc., GOLD or higher Safety Training Evaluation Process (STEP)
Drug-Free Workplace Program 2027
The Drug-Free Workplace Program aims to create a safer, healthier work environment by eliminating the risks associated with substance abuse. This program encourages employers to adopt strict drug-free policies, protecting both employees and the organization.
Establish a clear and comprehensive drug-free workplace policy that:
- Provides the expectations for a drug- and impairment-free workplace
Defines roles and responsibilities
Describes the process for:
- Supervisors (or equivalents) to detect impairment and respond to reasonable suspicion in the workplace
- Monitoring the workplace for signs of impairment and initiating the reasonable suspicion process when warranted
- Implementing the reasonable suspicion process, including:
- Observing and documenting specific behavioral or physical indicators of impairment
- Consulting with a second supervisor, when possible, and discussing observations with employee
- Removing the employee from safety-sensitive duties
- Transporting the employee safely for testing in accordance with the employer’s process
- Completing written documentation of all observations before and after the testing
Explains the consequences for violating the policy.
Describes how positive test results will be handled, including confidentiality protections, consequences, and conditions for returning to work.
Describers the process for managing employees who are taking legally prescribed medications that may cause impairment and present a safety risk to themselves or others.
Note: Impairment is the standard applied regardless of whether the substance is legally prescribed or lawfully obtained.
All employees are subject to reasonable suspicion testing. Employers are encouraged to implement at least one additional method of mandatory drug and alcohol testing, applied to all employees in the eligible population. Testing methods (in addition to reasonable suspicion) may include:
Pre-employment — testing of candidates prior to employment
Random — unannounced testing; the employer sets a percentage of random employees to be tested each quarter
Post injury/accident — drug and alcohol testing done immediately following an accident requiring medical attention
Employee Training (Annual): Conduct annual training sessions covering the dangers of substance abuse, the employer’s drug-free workplace policy and expectations, consequences of policy violations, and available EAP resources. Training attendance must be documented with signed attendance records or LMS completion data.
Supervisor Training (Annual): Conduct annual training sessions for all supervisors covering their roles and responsibilities under the Drug-Free Workplace Policy, including recognizing behavioral and physical indicators of impairment, reasonable suspicion procedures, documentation requirements, chain-of-custody protocols for test specimens, and how to refer employees to the EAP. Training attendance must be documented.
Reasonable suspicion training is required along with a list of employees that will monitor the entire workforce. Document the reasonable suspicion training and the required frequency based on the nature of the work.
Employers must determine what level of formalized EAP they will offer employees. At minimum, employers must advise employees of the resources available for evaluating and resolving substance abuse problems, including the names, addresses, and telephone numbers of counseling and treatment providers.
Learning Management System (LMS) 2027
WSI's Safety Academy is an LMS program designed to deliver high-quality online safety training and education, making it more accessible to both employers and their workforce. This program helps employers promote a culture of safety, learning, and compliance.
Attend an LMS Train the Trainer workshop.
Adhere to the administrator guidelines.
Implement the LMS within the first quarter of the policy period.
Ensure the required number of employee users are assigned and total courses are completed by the end of the 11th month of the policy period.
The number of required employee users is based on the average number of employees reported to WSI for the previous policy period. WSI will provide the employer with a Monthly Employee Report form to determine participation levels. The total number of courses required to be completed within the policy period is four times the number of users.
An employee is defined as full-time, part-time, and seasonal employees identified in the payroll report submitted to WSI for the selected policy period.
1–100 employees
Minimum required participation: 50%
101–250 employees
Minimum required participation: 40%
251–400 employees
Minimum required participation: 30%
401–550 employees
Minimum required participation: 20%
551+ employees
Minimum required participation: 10%
During the final audit, the assigned Safety Consultant will review LMS activity and completion reports. The consultant will then provide recommendations on which courses and subject areas would benefit each workplace the most.
Return to Work (RTW) / Designated Medical Provider (DMP) Program 2027
The RTW/DMP Program is designed to facilitate the smooth transition of injured employees back to work. By establishing a structured return-to-work process and partnering with designated medical providers, employers can ensure employees receive appropriate care and support during their recovery.
Establish a clear and comprehensive RTW/DMP policy that outlines the employer's commitment, expectations, procedures, and roles and responsibilities relating to returning an injured employee to work.
Select a provider with the knowledge and training to work with occupational injuries who understands your business.
Inform the provider in writing that they have been selected and that you have a transitional work program.
Display the DMP selection and the “Important Notice to Workers” poster in a conspicuous manner at all worksites.
Complete the annual DMP renewal form in myWSI.
Inform all employees of the initial DMP selection and any changes.
Conduct training sessions annually to educate employees on the purpose of the program, roles and responsibilities, DMP selection, and employee options.
Safe Driver Program 2027
The Safe Driver Program aims to reduce the risk of vehicle-related accidents by promoting safe driving practices among employees. This program encourages employers to implement comprehensive safe driving policies, conduct regular training, and monitor driving performance.
Establish a clear and comprehensive safe driver policy that outlines expectations, including:
Requires seatbelt use for all vehicle occupants
Requires compliance with all applicable traffic laws and company vehicle safety requirements
Defines roles and responsibilities
Describes consequences for policy violations and unsafe driving behaviors
Implement a comprehensive vehicle maintenance program for all vehicles used for company business, including at a minimum:
Pre-trip vehicle inspections for key potential problem areas
Immediate withdrawal from service of any vehicle with mechanical problems
Periodic withdrawal from service for comprehensive inspection and scheduled maintenance
Employees who operate company or personal vehicles for business purposes at least monthly, must successfully complete one of the following driver safety training programs:
National Safety Council Defensive Driving Course (DDC 4) — online or classroom training
ND Emergency Vehicle Operator Course (EVOC)
Smith Systems Advanced Driver Training Program
TrainND: Defensive Driving with Commentary — 3-hour classroom training and a minimum 20-minute commentary drive per individual
Veriforce 4-hour Defensive Driving Program
WSI's LMS online safety courses — Small or Large Vehicle Certification (Small Vehicle: 13 modules; Large Vehicle: 15 modules)
Additional training notes:
Initial training and re-training must be a minimum of four hours in length.
Courses must be pre-approved by WSI within 90 days from the beginning of the policy period. For other program considerations and approvals, contact the Loss Control Program Manager at 701-328-6010.
All authorized drivers must complete one approved WSI training method every three years. Credit is provided for WSI-approved training completed in the current policy period and the previous two policy periods.
If the LMS is elected as the training option, the driver certification must be assigned in the LMS so the employer can demonstrate compliance to their assigned Safety Consultant, consistent with the other approved training methods. This allows the Safety Consultant to manage the entire Safe Driver Program audit.
Body Factors First Program 2027
The Body Factors First Program focuses on reducing strain and discomfort by identifying and reducing ergonomic risks through workplace assessments, interventions, and training.
Establish a clear and comprehensive Body Factors First policy that outlines program expectations, including:
Ergonomic practices and relevant workplace safety standards
Adherence to all company safety rules
Implementation of ergonomic aids and equipment
Roles and responsibilities
Training and education
Coaching for ergonomic improvements
Develop a Body Factors First Team by completing the following:
Identify a team champion.
Identify and provide initial training to team members.
Complete the initial risk assessment and review it at least annually for continuous improvement opportunities. Conduct semi-annual reviews to monitor progress and address ongoing or new concerns related to identified hazards and controls.
Within the first three months of the policy period:
Perform and document a risk assessment to identify 3–5 of the most significant hazards and work tasks that can cause or contribute to a musculoskeletal injury.
Review the loss history associated with musculoskeletal injuries.
Identify controls to prevent injuries or reduce hazards.
Provide a written description of how the controls will be implemented.
Secure written approval from top-level management to implement the plan.
Corrective actions should be completed within 10 months of the eligible policy period.
Train employees on the effective use of controls implemented as part of the assessment. Provide and document ergonomic training to all employees annually, including new hires. Training should cover ergonomic principles and how to recognize, troubleshoot, and report early symptoms, and should be a minimum of 30 minutes. Training may be combined across sources to meet the time requirement.
Examples of training opportunities include, but are not limited to:
WSI Safety Academy courses: Industrial Ergonomics & Awareness
WSI ergonomic-focused webinars
Industry-specific procedures
Employer-specific procedures
Hands-on training
Safety Committee Program 2027
The Safety Committee Program fosters a collaborative approach to workplace safety by involving representatives from all departments. This program encourages the formation of safety committees that conduct regular meetings, inspections, and development of safety policies and procedures.
Establish a clear and comprehensive safety committee policy/charter that outlines the committee's purpose, roles, responsibilities, membership, operating rules, and training. Each committee member must review and sign or acknowledge the charter annually.
Implement a Safety Committee that meets at least monthly to identify and address safety concerns. Program requirements include:
Establish a committee composed of labor and management representatives from all work activities, with management representation not exceeding labor representation
Hold committee meetings at least once each month, either in person or virtually
Prepare and maintain written agendas and meeting minutes for each meeting
Make meeting minutes available to all employees by posting them physically or electronically (e.g., via email or the company intranet)
Members should receive general and job-specific safety training, including information on accident and illness prevention related to the employer’s business.
WSI recommends the following best practices for an effective, sustainable safety committee:
Select engaged members who genuinely want to participate and contribute.
Ensure broad representation, including members from each shift, department/location, and diverse backgrounds.
Make membership structured and sustainable, using term limits and having members recommend replacements when their service is complete.
Rotate leadership responsibilities so different members take turns leading meetings and committee activities.
Provide committee-specific training so members become credible safety resources (for example, OSHA 10-hour, hazard recognition, accident investigation, SOP review).
Involve the committee directly in hazard recognition, including reviewing and improving inspection forms, completing inspections, identifying hazards, and verifying corrective actions are completed.
Require regular safety contributions, such as a monthly “good catch/good find” to share and discuss.
Conduct workplace walkthroughs and tours to improve familiarity with operations and identify risks.
Review and analyze safety data regularly, including near-miss reports, loss history, and trends to identify areas for improvement.
Support employee safety through hands-on training, including demonstrations and task-specific training tied to SOPs and procedures.
Assign accountability through tracking tools, such as a task sheet to ensure follow-through on committee actions.
Develop and maintain safety metrics, including dashboards and meaningful performance indicators.
Share communication consistently, including posting meeting minutes and committee updates.
Recognize and reward participation, such as tokens for near-miss reporting, incentives for extra effort, and conference attendance opportunities.
Promote the committee's visibility and importance through clear organizational support and visible identification (e.g., special PPE or clothing).
Keep meetings productive and engaging while maintaining clear expectations and a focus on results.
Reward and/or recognize committee members when appropriate, recognizing the time and effort required to contribute effectively.
Safety Orientation System (SOS) 2027
The Safety Orientation System ensures that all new employees are well-versed in the organization's safety protocols before they begin work. By implementing a comprehensive safety orientation program, employers can significantly reduce workplace incidents and promote a culture of safety from the outset.
Establish a clear new-hire Safety Orientation System policy that defines roles, responsibilities, and procedures for any new hire or any employee who has a change in position.
Conduct a hazard identification evaluation of the work environment using a risk assessment or similar method to identify the company's leading hazards. Identify the top three to five hazards during the first year of participation and continue to evaluate and address additional hazards in subsequent years.
Provide training on workplace hazards, including methods to prevent or minimize exposure.
Provide training on how to report safety and health concerns and near misses.
Provide information on incident and injury reporting procedures, including how to report first aid events.
Provide training on emergency response procedures, as applicable, including evacuations, rally points, head count procedures, lockdowns, shelter-in-place, first aid kits, alarms, spill response, fire response, fire extinguisher use, and bloodborne pathogen procedures.
Post the WSI Important Notice to Workers poster and discuss its contents with employees.
Provide information about the employer's return-to-work program, if applicable.
Provide all OSHA-, MSHA-, and other safety-sensitive training required for the employee's position or assigned tasks.
Mentoring is a process in which mentors share knowledge, skills, information and perspective to foster the personal and professional growth of someone else. There are many terms used to describe the mentoring process. The key objective for new employees is to gain the necessary knowledge, skills, and abilities to become effective in the organization through mentoring interaction. Program requirements include:
Assign a competent mentor to each new employee and any employee who experiences a change in position or duties
Maintain a list of new employees and their assigned mentors
Document the mentoring process
Collect and document feedback from new employees and mentors on quarterly basis for the first year
Require new employees to participate in the mentoring program for a minimum of one year
Slips, Trips and Falls Prevention (STF) Program 2027
The Slips, Trips and Falls (STF) Prevention Program aims to reduce the risk of STF incidents in the workplace through comprehensive evaluation, training, and implementation of control measures.
Perform and document a comprehensive risk assessment to identify potential hazards and work tasks that cause or contribute to STF-related injuries. Review the loss history and incident investigations to gain insight into the nature and trends of STF incidents.
Complete a risk assessment to identify STF exposures, resulting in a written list of known STF hazards/risk factors and mitigations. All hazards capable of causing slips, trips, and falls — from the same level as well as from heights — should be included. Evaluate the adequacy of current engineering, administrative, and personal protective equipment (PPE) controls.
Conduct quarterly inspections to identify specific slip, trip, and fall hazards. Document each inspection in writing and include mitigation actions.
Identify, develop, and prioritize risk-reduction actions using a systems-based approach to control STF exposures, using loss data and workplace evaluation results.
Update STF controls as necessary to meet changing conditions, non-routine tasks, and scope of operations. Monitor the workplace for changing conditions as warranted.
Provide the resources necessary to implement, improve, and maintain the STF program.
Investigate STF incidents and near-misses to determine if additional engineering, administrative, or PPE controls or training may be needed.
Risk assessments should consider hazard areas that may include, but are not limited to:
Ladders, lifts & fall protection | Flooring & ground conditions | Structures & access points | Weather, equipment & other |
|---|---|---|---|
Annual ladder inspections | Inside flooring | Stairs | Snow and ice |
Step ladders | Inside floor conditions (wet floors) | Stairwells | Seasonal (summer/winter) assessment |
Extension ladders | Outside ground conditions / potholes | Handrails | Rail cars |
Self-Retracting Lifelines (SRLs) | Floor gaps | Guards | Mounting and dismounting equipment |
Fall protection | Holes | Self-closing gates | Footwear |
Aerial lifts | Cracks | Catwalks | Lighting |
| Scissor lifts | Condition of rugs | Curbs and curb stops | |
| Scaffolding | Housekeeping | Sidewalks | |
Mezzanines | Air hoses | Main and employee entrances | |
Lofts | Cords | Loading docks | |
| Elevated trailers | Window openings | ||
Patio door openings | |||
Roofs | |||
| Outside downspouts |
Conduct annual training sessions to educate employees about the STF hazards specific to their workplace and job duties.